Identifying Knowledge Gaps and Training Needs

In this course you will distinguish between the proactive / strategic approaches of managing training and the traditional/reactive approach, Use appropriate methods to identify training needs, design and conduct a training needs analysis. Analyze the components of human performance and determine how managers and/or the corporate culture may enhance performance.

• Examine the issues related to measuring and maximizing training ROI
• Apply the techniques Training Need Analysis (TNA)
• Develop and propose a business case for training to meet strategic business objectives
• Prepare and an appropriate business model for training and development
• Analyze cost-benefit and return-on-investment for training and development activities

• The Strategic Context of Learning & Development
• Strategic Organisational Development (OD), and HR planning
• Business Strategy: Planning for Future Skills and Competences
• Organisational Learning and Development Needs
• Understanding the Organisational Training / Development Cycle
• Conducting a Training / Learning Needs Analysis (TNA)
• Evaluating Training and Outcome Metrics
• Evaluation Models: Levels and ROI
• Why clear and measurable learning objectives matter?
• Managing & Leading the Training / L&D Function
• How to Lead and Manage the L&D Function
• The Business Case for Training, Learning & Development
• Key Factors for Powerful Business Communication
• Preparing the Business Case for An Investment in Training

• Presentation & Slides
• Audio Visual Aids
• Interactive Discussion
• Participatory Exercise
• Action Learning
• Class Activities
• Case Studies
• Workshops
• Simulation